The congruence of personal life values and work attitudes

The authors examined the congruence between an individual's personal-life value placement and attitudes at work. Specifically, they examined how people place value on work, family, religion, and themselves (the personal life values), respectively, and how that choice influences affect, commitment, conscientiousness, and honesty in the workplace (attitudes at work). The authors also examined and tested exploratory hypotheses by using both simple correlations and multiple linear regression analyses. Results suggested varying relationships between value placement and work attitudes. The authors discussed implications and directions for future research.     

The relationship between career decision status and important work outcomes

This paper describes a longitudinal study exploring the relationship between career decision status and work outcomes (i.e. job satisfaction, organizational commitment and performance) in a group of newly appointed graduates. Graduates employed into similar roles in a large Multinational Consultancy were tracked over 12 months at three time intervals: on appointment; 6 months after appointment and 12 months after appointment. It was concluded that job satisfaction promotes career comfort, decidedness predicts organizational commitment and this relationship is moderated by met expectations, and that neither being decided or comfortable predicts performance. Some evidence was found to suggest that those employees claiming high self-clarity (that is knowledge of their abilities, skills, and personality) were rated as higher performers. It was concluded that career decidedness is still relevant to a contemporary work environment, but that comfort with career decisions and knowledge of self (i.e. self-clarity) has the potential for far greater impact.     

The relationship between interest-occupation congruence and job satisfaction

Previous research on the relationship between interest-occupation congruence and job satisfaction has produced mixed results. This 6-year longitudinal study examined the relationship between congruence and intrinsic job satisfaction for a national sample of 1688 young adults. A modest, statistically significant relationship was found. The congruence-satisfaction relationship was more pronounced for a subsample of young adults meeting screens developed for three variables (interest clarity, career salience, and value placed on interesting work) suspected of clouding the congruence-satisfaction relationship.     

The relationship of emotional exhaustion to work attitudes,job performance,and organizational citizenship behaviors

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.     

The relationship between social support and maternal behaviors and attitudes: A meta-analytic review

Used meta-analysis to analyze 66 studies that evaluated the relationship between social support available to the mother and maternal behaviors and attitudes. Investigators sampled relatively homogeneous populations of white, middle-class, married mothers of young children without physical or mental disabilities. A variety of instruments were used to assess key study variables. Significant correlations existed between both emotional and material support and maternal behaviors. Implications of these findings for funding of family support programs and for professionals working with mothers are discussed.     

Self-defeating behaviors in organizations: the relationship between thwarted belonging and interpersonal work behaviors

This multisource field study applied belongingness theory to examine whether thwarted belonging, defined as the perceived discrepancy between one's desired and actual levels of belonging with respect to one's coworkers, predicts interpersonal work behaviors that are self-defeating. Controlling for demographic variables, job type, justice constructs, and trust in organization in a multilevel regression analysis using data from 130 employees of a clinical chemical laboratory and their supervisors, the authors found that employees who perceive greater levels of desired coworker belonging than actual levels of coworker belonging were more likely to engage in interpersonally harmful and less likely to engage in interpersonally helpful behaviors. Implications for the application of belongingness theory to explain self-defeating behaviors in organizations are discussed.     

The relationship between performance-based self-esteem and self-reported work and health behaviors among Danish knowledge workers

Since knowledge intensive work often requires self-management, one might fear that persons who are dependent on work success for self-esteem will have difficulties in finding a healthful and sustainable balance between internal needs and external demands. Accordingly, we examined to what degree work-related performance-based self-esteem (PBS) was linked to work and health behaviors in 392 knowledge workers (226 women, 166 men). In the women group, multiple binary logistic regression analyses with repeated measurements showed that the PBS score was associated with 10 of the 17 examined work and health behaviors. For men the corresponding figure was 3 of 17. In both men and women, higher PBS scores were positively associated with reports of efforts and strivings for work as well as attending work while ill. In conclusion, statistically significant relationships between PBS and work and health behaviors were more clearly visible among women than men. Whether this gender difference is dependent on the study design, or on true inherent differences between women and men, cannot be concluded with any certainty. However, persons who described themselves as being relatively more dependent on work accomplishments for a high self-esteem, as expressed by the PBS score, seem to display work behaviors that may lessen their restitution time. In addition, they also seem to be more prone to work while sick.     

Perceived victimization as the mechanism underlying the relationship between work stressors and counterproductive work behaviors

Employees who report workplace stressors are more likely to engage in counterproductive work behavior (CWB). However, the specific mechanisms that underlie these relationships are not well understood. This study utilizes a moderated-mediation model to examine perceived victimization as the mediator between work stressors and CWB. This model is investigated using data from 207 matched subordinate–supervisor pairs via a multiphasic data collection, with results revealing that work stressors (workload, organizational constraints, and interpersonal conflict) are related to CWB and that these relationships are mediated by perceived victimization by workplace aggression for people with more hostile attributional styles. The implications are that varying reasons for engaging in CWB may exist, based on the employee’s interpretation of events.     

The relationship of gender discrepancy to eating disorder attitudes and behaviors

Few studies have investigated the possible influence of discrepancy between real and ideal perceptions of masculinity and femininity (i.e., gender discrepancy) on eating disorder behaviors and attitudes. Thus, this study examined the relationship of gender role discrepancy to bulimic and anorexic symptomatology, self-esteem, and concern about body shape in 178 female college students; the majority were Caucasian. Analyses revealed that women without a gender discrepancy reported fewer anorexic and bulimic symptoms, less concern with body shape, and higher self-esteem than those who were discrepant, particularly those desiring to be more masculine. Results are discussed with respect to current discrepancy theory, and directions for future research are provided.     

The relationship between sex role attitudes and attitudes supporting marital violence

This study explored the relationship between attitudes toward sex roles and attitudes endorsing the legitimacy of physical force by men in the marital relationship. Approximately 40% of this sample of 300 college undergraduates were black, allowing black-white comparisons on these variables as well. The results support a sociocultural analysis of spouse abuse. A moderately strong positive relationship was found between traditional sex role preferences and attitudes supporting the use of physical force. In addition, men were found to hold more traditional sex role attitudes than women and were more likely to endorse the use of physical force in the marital relationship. Whites were found to be more traditional in their sex role attitudes than blacks, but no racial differences were found with regard to attitudes endorsing physical force. Further analysis revealed that traditional sex role attitudes were the most powerful predictor of attitudes supporting marital violence, while race and sex played a relatively unimportant role. Implications for spouse-abuse prevention program are discussed.     

The relationship between personality and discretionary helping behaviors

The relationship between personality and helping behaviors in three different contexts was examined in a field study. In a sample of 178 employees from three professional organizations, measures of the Big Five Personality factors were found to be related to discretionary helping behaviors performed in the context of one's home, workplace and the larger society. Collectively, the five personality factors accounted for 7% of the variance in Household Activities and Chores, 26% of the variance in Organizational Citizenship Behaviors and 10% of the variance in Volunteerism. Implications of these relations are discussed.     

Meta-analysis of the relationship between congruence and well-being measures

This paper summarizes the results of a meta-analysis on findings of 41 different studies, yielding 77 correlation coefficients between measures of personality-environment congruence and well-being. Results show congruence-achievement and congruence-stability correlations of .06 and .15, respectively, with negligible residual variance. The mean congruence-satisfaction correlation was .21, and after two further breakdowns—by environmental reference and congruence measuring method—mean congruence-satisfaction correlations exceeding .35 were found, with almost all total nonrandom variance among findings of different congruence studies explained.     

Academic entitlement: its relationship with academic behaviors and attitudes

Social Psychology of Education - The current study examined the relationship of academic entitlement with student attitudes (e.g., locus of control, motivation) and academic behavior. Participants...     

The relationship of sexual adjustment and related sexual behaviors and attitudes to marital adjustment

Abstract

This paper examines the extent of relationship between sexual adjustment and marital adjustment for 30 married couples followed for 3–6 months. Sexual adjustment was assessed by means of the LoPiccolo-Steger Sexual Interaction Inventory, and two other measures termed a Couple Interaction Scale (CI) and a Couple Compatibility Ratio (CCR). Marital adjustment was assessed by means of the Locke-Wallace Marital Adjustment Scale (L-W MAS) and a clinically-devised instrument based on the extent of support between the marital partners. The two marital adjustment instruments agreed closely. A high degree of association was obtained between most of the sexual adjustment measures and the two marital adjustment measures; using the most reliable of these measures, it is estimated that sexual adjustment contributed between 40 % and 55 % of the variance in marital adjustment. This association was not due to a specific stage of. the human sexual response cycle of desire, excitement, orgasm and gratification. Intercorrelation of measures of each of these stages with the marital adjustment measures generally yielded significant relationships.     

The relationship between racial identity status attitudes, racism-related coping, and mental health among Black Americans

To date, few studies have examined how different strategies for coping with racism affect the mental health of Black Americans, and none have explored how racial identity status attitudes and racism-related coping affect mental health. This study sought to examine the relationship between racial identity status attitudes, the specific strategies used by Black Americans to cope with racism, and mental health outcomes. Participants were 233 Black adults, and cluster analysis identified four cluster groups that differed significantly with respect to the patterns of racial identity attitudes and racism-related coping strategies employed. Although the groups did not differ significantly in well-being, the group with predominantly high Internalization status attitudes and that used primarily Empowered Resistance racism-related coping strategies had the least psychological symptoms. Implications for mental health and research are discussed.     

The relationship between employment quality and work-related well-being in the European Labor Force

In this article, data from the 2005 European Working Conditions Survey are used to examine the relationship between contemporary employment arrangements and the work-related well-being of European employees. By means of a Latent Class Cluster Analysis, several features of the employment conditions and relations characterizing jobs are combined in a typology of five employment arrangements: SER-like, instrumental, precarious unsustainable, precarious intensive and portfolio jobs. These job types show clear relationships with separate indicators of job satisfaction, perceived safety climate and the ability to stay in employment, as well as with an overall indicator for work-related well-being. The findings from this multifaceted approach towards employment quality raise questions about the long-term sustainability of highly flexible and de-standardized employment arrangements.     

Genetic relationships between personality and eating attitudes and behaviors

Genetic and environmental factors underlying relationships between personality traits and disordered eating were examined in 256 female adolescent twin pairs (166 monozygotic, 90 dizygotic). Eating behaviors were assessed with the Total Score, Body Dissatisfaction, Weight Preoccupation, Binge Eating, and Compensatory Behavior subscales from the Minnesota Eating Disorders Inventory (M-EDI; K. L. Klump, M. McGue, & W. G. Iacono, 2000). Personality characteristics were assessed with the Negative Emotionality, Positive Emotionality, and Constraint scales from the Multidimensional Personality Questionnaire (MPQ; A. Tellegen, 1982). Model-fitting analyses indicated that although genetic factors were more likely to contribute to MPQ and M-EDI phenotypic associations than environmental factors, shared genetic variance between the 2 phenotypes was limited. MPQ personality characteristics may represent only some of several genetic risk factors for eating pathology.     

Family interference with work and its relationship with organizational citizenship and counterproductive work behaviors

Most employed adults must manage both work and family responsibilities. Consequently, many employees also experience conflict between their roles, which often leads to compromised performance in one or both domains. We examined family interference with work (FIW) as a potential drain on resources leading to increased counterproductive work behaviors (CWB) and decreased organizational citizenship behaviors (OCB) in three samples with a multi‐measure, time‐lagged design. Results demonstrated that employees who experience FIW display higher levels of CWB and lower levels of OCB, especially for organizationally targeted behaviors.     

Effects of service provider attitudes and employment status on citizenship behaviors and customers' attitudes and loyalty behavior

The relationship among job satisfaction, affective commitment, service-oriented organizational citizenship behaviors (OCBs), customer satisfaction, and customer loyalty were examined for a sample of 249 hairstylists and 1 of their corresponding customers. Employee satisfaction was positively related to service-oriented OCBs, customer satisfaction, and customer loyalty, whereas affective commitment was not related to these outcomes. The extent to which the predictor variables interacted with one another and the role of employment status on these relationships was also explored. High levels of job satisfaction or affective commitment resulted in more service-oriented OCBs for employees and self-employed workers, whereas high levels of both resulted in more service-oriented OCBs for owners.     

Different temporary work status, different behaviors in organization

This study examined the contributions of the psychological contract framework to an understanding of the effects of different work statuses on employees’ behavior. We compared temporary firm workers (n=71) with core workers (n=268) and direct-hire temporary workers (n=149) with core workers (n=42) in two different samples. As expected, temporary firm workers consider that they receive fewer socio-emotional inducements from the organization they work for (opportunities for promotion, career development, long-term employment), but direct-hire temporary workers who succeeded in having their contracts extended had a psychological contract in which socio-emotional components predominated. A psychological contract with a predominance of socio-emotional components was important for organizations because it mediated the influence of work status on civic virtue behaviors on the part of temporary firm workers, and directly and positively influenced these behaviors in direct-hired temporary workers (behaviors as assessed by their supervisors). Contrary to the hypothesis, psychological contract had a direct and positive influence on the in-role behavior of direct-hire temporary workers. The implications of the findings for psychological contract research are discussed.